Human Resources Business Partner

About the role

The Human Resources Business Partner (HRBP) position reports to the Director, Human Resources Business and provides comprehensive human resources consultation and guidance to meet the organization’s strategic objectives and desired business outcomes. In partnership with business leaders and HR Centers of Expertise, this role facilitates the implementation of strategic program recommendations, prioritization and deployment in talent management, employee development, compensation, performance management, organizational transformation, change management and workforce effectiveness for the assigned client groups in accordance with the mission and vision of VCU Health System.

In alignment with HR Business Advisory Leadership, the HRBP strategically supports leaders as a partner on proactive solutions, team member engagement, risk mitigation, complex and difficult HR issues at the local level, facilitating conflict resolution, and escalating as appropriate to HR functional areas or HR Business Advisory Leadership. The HRBP interprets HR metrics (e.g., turnover, vacancy rates), identifies trends and recommends strategic solutions for assigned business groups. The HRBP ensures compliance with VCUHS policies and practices, and state/federal regulations related to employment practices.

Responsibilities

• Strategic consulting and workforce planning for assigned client group(s); delivering an HR strategy that is aligned with the business needs and broader organization.
• Provide analytics, insights, and recommendations on talent, leadership, and capability to deliver business results.
• Partner with clients to drive team member engagement; in collaboration with unit/division/group leadership and applicable HR COEs, assist in design and implementation of action plans in response to team member engagement surveys.
• Serve as a coach and adviser to client group leaders and managers regarding individual and team development, business decision‑making, and general leadership practices; drive manager accountability.
• Coach and counsel client leaders on managing performance issues and disciplinary matters, collaborating with and resourcing to Employee Relations Business Partner, Sr and/or the Director of Employee Relations as appropriate.
• Consult with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach.
• Develop practical solutions/interventions for supported client group leaders in collaboration with HR leadership and applicable internal resources.
• Review employment issues and/or partner with employee‑relations business partners and legal team as necessary to achieve appropriate solutions for complex human resources issues.
• Apply knowledge of HR laws, rules, regulations, case law, principles and practices to employee conduct, performance and dispute resolution.
• Advise business units through understanding of the key metrics of the business, as well as the people and culture.
• Provide HR policy guidance and interpretation.
• In consultation with HR Leadership, guide business leaders in emergency situations to mitigate risk.
• Ensure responsibility and visible commitment of diversity, equity and inclusion programs/initiatives through collaboration and implementation of initiatives across the health system.

Requirements

• Required Education: Bachelor’s degree in Human Resources, Business, Psychology, or a closely related field.
• Preferred Education: Master’s Degree in Human Resources, Business, or a closely related field from an accredited program; combination of education and experience may be considered in lieu of a degree.
• Licensure/Certification Required: None.
• Licensure/Certification Preferred: PHR, SHRM‑CP.

Qualifications

• Experience: Minimum 5 years of HR experience with at least 3 years in an HR generalist‑type role.
• Knowledge, Skills, and Abilities – Required:
  • Detail‑oriented, well organized with strong time‑management and project‑management skills.
  • Critical thinking, excellent collaboration and client‑management skills.
  • Ability to build relationships of trust by offering a proactive point of view.
  • Comfort navigating and operating in a collaborative, highly matrixed environment.
  • Strong business acumen and understanding of key industry and business trends and strategies.
  • Use of analytics to inform decision‑making.
  • Act as a change agent and influence organizational culture.
  • Proficient in Microsoft Office Suite.
  • Cultural responsiveness and a demonstrated commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias.
• Knowledge, Skills, and Abilities – Preferred:
  • Manage processes related to compliance by following regulatory guidelines.
  • Healthcare experience is a plus.
• Working Conditions:
  • Periods of high stress and fluctuating workloads may occur.
  • General office environment with possible constant interruptions.
  • Prolonged periods of working alone.
• Physical Requirements:
  • Lifting/Carrying: 0–50 lb.
  • Work positions: sitting, walking, standing.
  • Additional hazards: repetitive arm/hand movements, finger dexterity.
  • Mental/Sensory: strong recall, reasoning, problem solving, hearing, clear speech, legible writing, reading, logical thinking.
  • Emotional: fast‑pace environment, ability to handle multiple priorities, adapt to frequent change.

Compensation

Salary range: $83,096.00 – $128,772.80. Actual salary offers will be based on relevant work experience, credentials, and qualifications.